Employee Performance Management
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Centralized and Streamlined Process

WiseOfficeDay provides a centralized platform for managing all aspects of employee performance management.Organizations can efficiently track and manage employee performance across teams and departments.

Enhanced Data Accuracy and Accessibility

performance data is captured and stored electronically, reducing the chances of data loss or discrepancies. Additionally, authorized HR personnel, can easily access performance information in real-time, timely feedback.

Performance Analysis and Insights

The system can generate reports and analytics to evaluate individual and team performance, and assess goal achievement. These insights help in making informed decisions regarding performance appraisals initiatives.

Manage a Master List of KRA

Determine the categories or departments for which KRAs are relevant. For example, you might have categories like "Sales," "Marketing," "Operations," "Finance," etc. Create these categories within the KRA repository to help classify and group the KRAs accordingly.

For each employee, assign tEnter the employee's name, designation, department and other relevant details along with their respective KRAs.he appropriate KRAs based on their role, department and organizational objectives.

Facilitating better performance management, goal alignment and overall organizational success.

Master List of Kra
KRA Job Function of Employee

Define KRA Based on Job Function of Employee

Start by conducting a thorough analysis of the employee's job function. This analysis involves understanding the core responsibilities, tasks and goals associated with the employee's role within the organization. Consult job descriptions, performance expectations and any relevant documentation to gain a comprehensive understanding of the job function.

Based on the job function analysis, identify the key areas of responsibility that significantly contribute to the employee's role. These areas should align with the overall objectives of the department or organization. For example, for an HR Manager, key areas of responsibility may include employee relations, performance management, and HR policy development.

Define Employee SpecificKRA

Based on the employee's role and responsibilities, identify the specific areas of focus that are most critical to their success. These areas should be aligned with the employee's job function and the organizational objectives. For example, if the employee is a Marketing Manager, specific areas of focus may include marketing campaign management, brand development, market research and lead generation.

Employee Specific KRA Based on the Employee's Role and Responsibilities
Self Assessment of Employee Performance

Self Assessment of Employee Performance

Employees should assess their own performance for each criterion or competency outlined in the self-assessment form. They can provide ratings, comments, or examples that demonstrate their achievements, strengths and areas for improvement. Encourage employees to be objective and provide specific and measurable evidence to support their evaluations.

Once the self-assessment is completed, employees can submit it electronically through the HRMS. The system should record the submission and notify relevant stakeholders, such as supervisors or HR personnel.

Manager Assessment and Feedback Monitoring

Clearly define the assessment criteria for evaluating managers' performance. These criteria should be aligned with the organization's expectations for managerial effectiveness. Provide descriptions or guidelines for each criterion to ensure consistency in the assessment process.

Determine the frequency and timing of manager assessments within the HRMS. This can be conducted annually, semi-annually, or as per the organization's performance review cycle. Set specific deadlines for managers to complete their self-assessment and for their superiors or higher-level managers to complete the assessment.

Manager Assessment Feedback
HR Feedback

HR Feedback, Comments and Training Plans

Within the WiseOfficeDay, provide a dedicated section or module where HR personnel can provide feedback and comments on employee performance, behavior, or any other relevant matters. This section can be linked to individual employee profiles or performance management sections within the system.

Based on the feedback and comments received, HR personnel can identify training and development needs for individual employees or groups of employees. The HRMS should have a training needs identification feature that enables HR personnel to assess skill gaps, competencies and performance areas that require improvement.

Overall Employee Performance Score

Calculating an overall employee performance score in WiseOfficeDay involves considering various factors and performance metrics, Define Performance Metrics,Assign Weightage to Metrics,Normalize Performance Data ets.

Utilize the overall performance score as a basis for decision-making, such as promotions, salary adjustments, training and development opportunities and performance improvement plans. The HRMS can provide a consolidated view of performance scores for easy comparison and analysis.

Employee Performance
Historical Performance Improvement

Historical Performance Improvement

Start by establishing a baseline performance measurement for each employee. This can be done through initial performance evaluations, goal setting, or performance assessments. The baseline measurement provides a starting point to assess future improvement.

Collaboratively set performance goals with each employee based on their role, responsibilities and developmental areas. These goals should be specific, measurable, achievable, relevant and time-bound (SMART). Document these goals within the HRMS, linking them to the employee's profile or performance management section.

The HRMS should maintain a historical record of performance data for each employee. This includes tracking performance evaluations, achievement of goals, completion of projects, feedback received and any relevant performance-related documentation. These records should be easily accessible for future reference and analysis.

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Why Employee Performance Management Is Important

Performance management software automates and streamlines various performance management processes, such as goal setting, performance evaluations, feedback, and development planning. It eliminates manual paperwork, reduces administrative burden, and saves time for HR professionals and managers.

employee performance management software enables organizations to effectively manage and optimize employee performance. It streamlines processes, enhances communication, provides data-driven insights, and supports continuous improvement and employee development.

Employee Performance Management

What else does WiseOfficeDay have to offer?

WiseOfficeDay is ideal for many types of business. Mix and match any of the modules to suit your needs.

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Your privacy is our responsibility

We believe that trust is paramount in a relationship. We do not own or sell your data, and we most certainly do not bank on advertising-based business models. The only way we make money is from the software license fees you pay us.

Its time to bring everyone under one umbrella and stay connected

WiseOfficeDay – Complete business solution suite for HRMS, Employee Management, Timesheet Management, Invoice Management, Asset Management, Vehicle Management, Visitor Management, Event Management, Vehicle Management, Access Management. Elevate your employee's productivity and streamline business operations with our integrated suite of modules. Experience the future of contactless business management with WiseOfficeDay. It is designed to streamline your business, automate administrative tasks and use analytics to drive business decisions and improve your business profits.